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Experience with SQL, SAP (preferably S4/Hana) Analytics, SAC, Fiori, Power BI, Tableau, Think Cell, and other tools a plus. Bachelor’s degree in accounting/finance, liberal arts with emphasis on critical thinking, math, science or statistics, or engineering with a desire to pivot to finance and credible experience to support pivot.
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BS/MS in engineering or atmospheric science and 5+ years of solar resource and battery storage modeling experience – wind generation experience a plus! Engineering solutions from a technical perspective while weighing business value.
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An advanced degree, MSc, MBA or equivalent either in engineering/economics and similar is a plus. A degree in business, economics, engineering, or related fields. Good perspective on the electric power and natural gas industry including a strong understanding on trends and recent developments; ideally specific deeper knowledge on utilities strategies and/or power/gas retail, T&D or generation markets.
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SQL, Excel and a BI tool (Tableau preferred) are core requirements, with experience in coffee development using git repos a plus. BS in a quantitative field or equivalent experience (Analytics, Computer Science, Statistics, Mathematics, Operations Research, Engineering or related field.
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Experience with R, Python, or statistical programming languages is considered a plus. Model building experience is a plus. As a Senior Analyst, you’ll support data analysis and reporting efforts to inform our current and future initiatives.
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AVIXA/CTS, Crestron, Extron, Cisco, and/or Microsoft Certifications are a plus. In-depth knowledge of Zoom, Poly, Cisco, WebEx, Microsoft Teams, or Third-Party SIP products, operational activities, and engineering.
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Or, alternatively, Bachelor’s degree (or foreign education equivalent) in Engineering, Statistics, DataScience or a related field plus three (3) years of experience as a Data Analyst or a relatedoccupation performing advanced analytics using predictive modeling and machine learning.
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Strategic Advisers is looking for a Sr. Quantitative Portfolio Analyst to join our Quantitative Model Management group within our Portfolio Engineering organization. Proficient in programming and data analysis e.g., R, Python, SQL. Familiarity with data visualization tools such as Spotfire or Tableau is a plus.
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Experience in property insurance or catastrophe modeling industry a plus. Familiarity with using data-intensive computer models a plus. As a Senior Data Analyst, you will work closely with the consulting, software development, and model development teams to ensure that our models are meeting the needs of the clients and software as well as capturing the meteorology and atmospheric behavior of the peril at hand.
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Minimum education and experience required: Master’s degree in Mathematical Finance, Economics, Mathematics, Operations Research, Financial Engineering, or related field of study plus 2 years of experience in the job offered or as a Research Analyst, Quantitative Analyst, Risk Analyst, Risk Modeler, or related occupation.
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Experience with Newport EMS and Blackrock Aladdin OMS is a plus. Bachelor’s or Master’s degree in a Computer Science, Math, Engineering or Data Science. Programming proficiency in Python and SQL required; KDB+/Q is a plus.
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Candidates must have an undergraduate/graduate degree in a STEM-related area, including data science, engineering, science and/or mathematics & finance. C# or Java. Python as well as data analysis and statistical modeling tools like R or MATLAB is a plus.
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Experience with reporting tools such as Tableau, power BI, QuickSight is a big plus. Knowledge of Finance, Custody services, data privacy, AML and related compliance domain is plus.
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10+ years Technical Project Manager / Engineering Manager with a track for successful and flawless execution of projects ensuring that all projects are delivered on time within scope and within budget, coming from development background.
$130,000 a yearFull-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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Exposure to Eagle and/or Eagle Data integration is a plus. Trident Consulting is seeking a " Security Reference Data Analyst " for one of our clients in "Washington D.C.
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engineering a plus jobs Title: analyst in Boston, Lahaina, Hawaii
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.